A Special Presentation to the leadership team at MRCB on 4 key aspects of leadership in the 21st century

1. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Roshan Thiran
facebook.com/roshanthiran.leaderonomics
linkedin.com/in/roshanthiran
Leadership in the
21st Century –
Being A Leader In
Turbulent Times
SPECIAL SESSION
FOR MRCB LEADERS
SEPTEMBER 27, 2021

2. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
My Evolution into the world of Transformation
10. Johnson & Johnson
Industry : Healthcare
Function: HR
Global Role
9. GE Asia Pacific
Industry : Multi
Function: HR
Asia Role
7. GE Aircraft
Industry : Aviation
CFO & Biz Leader
8. GE Crotonville
Industry : Multi
Function: HR
Learning Leader
6. GE CIG
Industry : Multi
Function: IT
Project Mgmt Global
5. GE Capital
Industry : Financial Service
Function: Finance/Sourcing
Europe Leader
4. NBC Universal
Industry : Media
Function: Finance
Product Leader
1. GE Investments
Industry : Investment Banking
Function: Business Dev
Individual Contributor
3. GE GCS
Industry : Oil & Gas
Function: Finance
Inventory Mgmt
2. GE International
Industry : Multi
Function: Finance
Analyst Global
12. Leaderonomics
Industry : Multi
Function: CEO
Business leader
11. Star Media Group
Industry : Media
Function: CEO
Business leader

3. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Taking the worst
in the world

4. Growing People into Leaders . Building Communities of Love . Transforming the Nation
To becoming . . . The Best Overhaul
Shop in the World #1

5. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Are the “world’s best” leaders
born or developed? Is
leadership genetic/nature or a
learned/developed skill?
Question

6. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Normal
Person
85%
Genius
Anders Ericson’s Research

7. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Module 1:
UNDERSTANDING THE 3 KEYS
ASPECTS OF LEADERSHIP IN
THESE TURBULENT TIMES

8. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Four aspects to
understanding
Leadership in Today’s
World

9. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Key question: How did they become great?

10. Growing People into Leaders . Building Communities of Love . Transforming the Nation
So, what does this mean?
Clearly,
because of high performance leadership

11. Question:
What is Leadership?

12. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Leadership is . . .
Attentiveness
Assertiveness
Responsibility
Diligence
Dependability
Obedience
Loyalty
Thoroughness
Truthfulness
Initiative
Personable
Humility
Forgiveness
Tolerance
Compassion
Sincerity
CReativity
Having followers
Persuasiveness
Listening
Vision
Deference
Discretion
BOLDNESS
Determination
Never Give Up
Self-Control
Sensitivity
Thriftiness
Generosity
Punctuality
Proactiviness
Purpose
Enthusiasm
Availability
Orderliness
Resourcefulness
Flexibility
Wisdom
Innovation
Execution
Talking

13. Growing People into Leaders . Building Communities of Love . Transforming the Nation
If we invested in people and
taught every single skill listed on
the previous slide, would we be
able to “create” leaders?
Question

14. Growing People into Leaders . Building Communities of Love . Transforming the Nation
motherteresa
Her story in India

15. 15
1. Leadership is extreme
1
2
3
4
5
Leadership Behaviour
100% Humble 100% Assertive
Leadership Approach
100% Visionary/Big Picture 100% Detail-Oriented
15
Gaining Cooperation from Your Team
100% Using Influence 100% Using Authority
Using Wisdom
100% Street Smart 100% Academic Knowledge
Usage of Time
100% Time for Self 100% Time for Community

16. 16
the extreme leader
6
7
8
9
10
Approach to Problem Solving
100% Discipline & Process 100% Creativity
Personal Orientation
100% Task-Oriented 100% People-Oriented
16
Self-Awareness
100% Leveraging Strengths 100% Developing Weaknesses
How Should You Lead
100% Showing Love 100% Using Fear
Decision-Making
100% Using Intuition 100% Data-Based Decisions

17. 17
the extreme leader
11
12
13
14
15
Personal Preference
100% Extraverted 100% Introverted
Energy Source
100% Personal Reflection 100% Social Interactions
17
Approach to Work
100% Ensuring Perfection 100% Ensuring Speed / Execution
Speaking Methodology
100% Telling Stories 100% Using Data
Communication Leverage
100% Listening 100% Talking

18. 18
the extreme leader
16
17
18
19
20
When Faced with Obstacles
100% Quitting 100% Pursuing Excellence
Growing Oneself
100% Teaching Others 100% Learning from Others
18
Getting Things Done by
100% Doing It Yourself 100% Delegating to Others
Approach to Execution
100% Learning from Mistakes 100% Doing Things Successfully the First Time
Leadership Philosophy
100% Break Rules & Experiment 100% Adhering to Policy

19. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Aspect 1: Leadership is contextual:

20. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The World is changing at Unprecedented levels

21. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Physical Biological Digital
The Fourth Industrial Revolution

22. Growing People into Leaders . Building Communities of Love . Transforming the Nation
And now a COVID Transformed Digital World
ENGAGING
CUSTOMERS
Buy, sell, manage,
acquire & engaging
digitally
EMPOWERING
EMPLOYEES
Reinvent
productivity and
enable a digital
driven culture
TRANSFORMING
PRODUCTS
Innovate products
and business models
OPTIMIZING
OPERATIONS
WFH, technology
to accomplish all
work and
operations
Security

23. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ASPECT 2: “LEADERSHIP” CONTEXT is CHANGING
Dimension From To
The Competitive Environment Local Regional & Global Competition
Technological Change Incremental Exponential
Organizational Strategy Growth through satisfying
customers
Survival through exceeding
expectations
Structure & Systems Hierarchical with central
authority
Networks with distributed
authority
Culture Turf protection Shared purpose/goals –
Collaboration - Empowerment
Leadership Role Manager: Boss-Decision
maker-Supervisor-Traffic
Cop-Delegator
Leader: Coach-Facilitator-
Servant-Role Model-Visionary
Leadership Core Skills Telling-Directing-
Controlling
Questioning-Influencing-Role
Modeling

24. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transformation
Above all,
a leader must be
_________.

25. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transformation
Aspect 3 : Above all,
a leader must be
clear.

26. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Where are we today? What’s the reality at your org?
Ability/Achievement
Vision & Dream
3 Leadership Clarity Needs for You
Are you changing?
Are you executing?
What’s the
PLAN?
KR1
KR3
KR2
Mission Clarity
Vision Clarity
Reality Clarity

27. Growing People into Leaders . Building Communities of Love . Transforming the Nation
QUICK QUIZ: WHAT ARE THE 3 ASPECTS OF
LEADERSHIP WE UNDERSTOOD THUS FAR?
Leadership Is Contextual /
Extreme
Context is changing
Most important aspect of
leadership - CLARITY

28. Growing People into Leaders . Building Communities of Love . Transforming the Nation
#4: LEADERS DRIVE CHANGE

29. Module 2:
UNDERSTANDING CONTEXT AND
HOW IT AFFECT YOU AND YOUR
DEVELOPMENT

30. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The VUCA Workplace
Rapid rate of
change
Unclear about
the present
Multiple key
decision
factors
Existence of
unknowns or
unknowables

31. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ORDERED UNORDERED
SIMPLE COMPLICATED COMPLEX CHAOTIC
• Known knowns
• Facts
• 1 right answer
• Domain of best
practices & rules
• Known unknowns
• Facts
• More than 1 right
answer
• Domain of experts
• Unknown unknowns
• Patterns (not facts)
• Many competing
ideas
• Domain of
emergence
• Unknowables
• High turbulence
• No right answer
• Domain of rapid
response
“Change a
wheel on a
car”
“Build a car”
“Design a new
car”
“Deal with a
multiple car
crash on the
highway”
The VUCA Workplace Evolution

32. Growing People into Leaders . Building Communities of Love . Transforming the Nation
32
Growth
Time
Launch
Growth
Scaling
Best time for
Transformation
& Reinvention
Maturity
Decline
Crisis
Non distress restructuring and mindset
Typical Organisation’s Lifecycle:
Most common
time for
businesses to
Transform &
Reinvent
(generally
resulting in
Business
demise or doom)

33. Growing People into Leaders . Building Communities of Love . Transforming the Nation
33
Growth
Time
Launch
Growth
Scaling
High Growth
businesses
equally affected Maturity
Decline
Crisis
Death
Zombies
Viable
Survival
Recovery
COVID-19 Hit Organisation Lifecycle:
Many
businesses
suddenly
become crisis
biz

34. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Personal Growth and Learning Curves
Growth
Time
Understanding Our Own Development Process

35. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Performance Versus Expectations
Performance
Time
Our company’s Expectations
“Performance Bar”
Its all about Failure & Struggle

36. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
And continuous growth
The Bar Gets Raised Each Year
The “Performance Bar” and
company expectations keep getting
raised every year

37. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
And continuously changing Expectations
Raising the Bar

38. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
. . . The Employer Perspective
The confusion & dismay
Falling Below the Bar...

39. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
Growth as a Constant
Growing yourself to your full potential

40. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
Times of Crisis are painful – but they
accelerate your growth
Crisis & Crucible Moments

41. Growing People into Leaders . Building Communities of Love . Transforming the Nation
QUICK QUIZ:
HOW DOES THE CHANGING CONTEXT OF THE
WORLD AFFECT YOU?

42. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ROSHANTHIRAN
WEBINAR
SERIES 2020
BY
SPECIAL
SESSION FOR
MRCB 2021
The World Keeps
Changing. We
Need To Keep
Transforming.
MODULE 2
CONCLUSION:

43. BACK TO #4:
UNDERSTANDING HOW LEADERS
NEED TO DRIVE CHANGE

44. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEVELS OF LEADERSHIP COMPETENCE
Unconscious
Incompetence
Conscious
Incompetence
Unconscious
Competence
Conscious
Competence
Unconscious
Teaching
Competence
I don’t know what I don’t
know
I learn by gaining knowledge
I can do it with conscious
effort
I can do it naturally without
consciously thinking about it
Not only am I
unconsciously competent,
I can confidently coach
others to do it well
1.
2.
3.
4.
5.

45. Growing People into Leaders . Building Communities of Love . Transforming the Nation
How many of you
like to learn?
Question to all

46. Growing People into Leaders . Building Communities of Love . Transforming the Nation
“Learning… the process by which change in
knowledge or skills is acquired through
learning or experience”
Key Questions:
1. Change?
2. Learning
3. Experience
Learning….

47. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Why is learning so
hard?
Question to all

48. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEARNING =
CHANGE
What is learning?

49. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Learning is painful….
“I listen, and I forget; I see, and I understand; I do, and I can” – Confucius
Source: Pesquisa IBM; Whitmore, “Coaching for Desempenho”

50. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Learning is contextual too!
Requires Self-Confidence
EXECUTE
KNOWLEDGE SKILLS CONFIDENCE

51. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Organisational
Constraints
Solved by Science Of Transforming
Organisations (SOTO)
Individual
Constraints
Solved by Science Of
Building Leaders (SOBL)
2 BIG FUNDAMENTAL CHANGE CONSTRAINTS
Blocking us as Individuals and Organisationally

52. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Ages 0-12 Ages 13-18 Ages 19-24 Ages 25-34 Ages 35-50 Ages >50
Foundational Emerging Executing
Foundational Leadership
Formative
Leadership
Practical
Leadership
Leadership POV
Executing
Leadership
Teacher and
Builder of
Leaders
Character/values
formation
Moral and performance character Value
finalisation
Living the
values
Align to organisational values
Worldview
Influence
Early Life Secure base
Formative secure
base First job, boss and relationships
Mentor to others/
knowledge transfer
Role models
Self awareness
and vision
Basic understanding of self
and expectations of others
Searching for
identity
Identity
formation
Develop clear
goals and
aspirations
Sense of what leadership is for
self
Developing
vision for self
and a clear
sense of
purpose
Developing vision for the
organisation
Intelligence and
capabilities
development
Developing baseline leadership skills to execute at each stage
First leadership experiences
Practising leadership (initial
success stories)
Enhanced capability to connect
the dots
Intelligence Development
Build technical/functional competencies to support vision
Decision making
and personal
initiative
Self-Agency
Competition
Enhance
Decision Making
Skills
Builders of
communities of
love
Motivation Driving Change
Sharing
Leadership POV
Critical events Stress/trauma Crucible moments
The Science of Building Leaders (SOBL)
Enabling Individuals to Grow into Great Leaders

53. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Transforming Organisations (SOTO)
Overcoming Organisational Obstacles
To Change
Culture
- Beliefs in organisations
- Experiences reinforce
wrong beliefs
- Beliefs changed by rituals
- Intentionally designed
culture vs default country
culture
Business Model
- Wrong business model
- Bad strategy and execution
- Inferior or obsolete
products/services
- Lack of future pipeline
- Lack of technology
& innovation
Structure
Systems
- Structure drives behaviour
- Process/structure does not
support business model
- Misalignment of
processes versus
culture
Alignment
- Clarity across the
organisation – both
meaning and expectations
- Are leaders aligned on
vision, mission and key
goals of the organisation?
SCIENCE
OF BUILDING
LEADERS
Note: The 4 constraints model is based on the work
of Roshan Thiran who spent more than 20 years
studying various successful and failed organisations.
The model is copyrighted and has been used in many
successful organisational growth, transformation and
scaling projects

54. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Big Question:
In the organisations we lead?
Why is it so hard for us to drive change

55. Growing People into Leaders . Building Communities of Love . Transforming the Nation
PSYCHOLOGICAL HOSTAGE
PHYSICAL HOSTAGE
WE BECOME HOSTAGES TO STATUS QUO

56. Growing People into Leaders . Building Communities of Love . Transforming the Nation
FEELING POWERLESS
• Feeling Powerless is the first sign to being
taken hostage
• Powerlessness poisons the person through
feelings of helplessness & entrapment
• This poison creates an endless cycle of
negative interpretations of reality
• Typical hostage words:
✓ I have no choice
✓ I am trapped
✓ I feel terrible
✓ I just hate this
✓ It’s going to be another one of those days
THE STOCKHOLM
SYNDROME
Randolf Dial kidnaps Bobbi
Parker for 11 years
➢Was not handcuffed
➢Drove alone and could escape
➢Why? Did not escape because
of her own fears and feeling
powerless

57. Growing People into Leaders . Building Communities of Love . Transforming the Nation
« I insist on being called
a survivor,
not a victim. A victim …
means I somehow
belong to somebody or
I'm suffering
because of him.
I'm not suffering.
I'm thriving. »
Adrienne Haslet-Davis,
Dance Instructor & Boston Bombing
Survivor
DON’T BE TAKEN HOSTAGE BY ANYTHING

58. Growing People into Leaders . Building Communities of Love . Transforming the Nation
WE PLAY NOT TO LOSE NOT PLAY TO WIN

59. Growing People into Leaders . Building Communities of Love . Transforming the Nation
WHERE IS YOUR MIND’S EYE’s FOCUSED ON
STATE RESULTS
FUTURE
PAST EXPERIENCES MIND’S
EYE
Keeping
Your
FOCUS
Negative Focus
(Pain)
Positive Focus
(Benefit)
Losing Cycle Winning Cycle

60. Growing People into Leaders . Building Communities of Love . Transforming the Nation
“– a single cockroach will completely wreck
the appeal of a bowl of cherries,
but a cherry will do nothing at all
for a bowl of cockroaches.”
Daniel Kahneman, Thinking Fast and Slow
NEGATIVE DOMINANCE

61. Growing People into Leaders . Building Communities of Love . Transforming the Nation
GRIEF PREVENTS CHANGE
Attachment
(comfort)
Bonding
(interest)
Separation
(preparation)
Grief
(identity)

62. Growing People into Leaders . Building Communities of Love . Transforming the Nation
STAGES OF GRIEF
Denial Gratitude
Acceptance
Rationalization

63. Growing People into Leaders . Building Communities of Love . Transforming the Nation
New thoughts
and behaviors
Status Quo Zone of Disruption Zone of Adoption Zone of Innovation
Performance
Time
Change is
introduced
Point of
Decision
New result
Change Zones – Organisation’s Grief Cycle is the Same

64. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Status Quo Zone of Disruption Zone of Adoption Zone of Innovation
Performance
Shock
Numbness
Denial
Emotional Outbursts
Anger
Fear
Searchings
Bargaining
Panic
Guilt Isolation
Lonelines
s
Depression
“Re-entry” Troubles
New Relationships
New Behaviors
New Patterns
Hope
Acceptance
Coaching others
Higher Results
Inspiration
Recognition
Pride
New Ways
Time
New thoughts
and behaviors
Change is
introduced
Point of
Decision
New result
Change Zones – and the Grief cycle

65. Growing People into Leaders . Building Communities of Love . Transforming the Nation
CHANGE AND LOSS
1. Loss of attachment
➢ (who am I connected to?)
2. Loss of territory
➢ (where do I belong?)
3. Loss of structure
➢ (what is my role?)
4. Loss of identity
➢ (who am I?)
5. Loss of future
➢ (where am I going?)
6. Loss of meaning
➢ (what is the point?)
7. Loss of control
➢ ( I feel overwhelmed)

66. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Learn, Unlearn & Change
…

67. Growing People into Leaders . Building Communities of Love . Transforming the Nation

68. Growing People into Leaders . Building Communities of Love . Transforming the Nation
• 70% of learning is through EXPERIENCE:
• Seek new experiences and always accumulate new experiences
• Volunteer for special projects that will stretch you and force you to learn
and gain new perspectives
• 20% of learning is through FEEDBACK:
• Ask for feedback from your bosses, peers and subordinates.
• Take 360 degrees feedback and schedule weekly/monthly feedback
sessions
• Give feedback to others when it is appropriate and needed
• 10% of learning is through NEW SKILL DEVELOPMENT:
• Find time to practice whatever you learn. Attend training to grow
• Take time to learn online or through reading new material.
• Always look for ways to improve yourself – be better tomorrow than you
are today -
3 Short Advice to keep Learning & Growing:

69. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Closing Module:
Our Story of Change

70. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The world needs
a little fixing…
We thought we’d try.

71. Growing People into Leaders . Building Communities of Love . Transforming the Nation
PEOPLE
2008 (in 1
Country)
4 Leaderonomers
2008
1 Learning Customer, 1 Youth Leadership Camp,
5 Key Partners
2008
Winner - AYA Youth Awards
Today Today
300+ Key Customers, Numerous digital and transactional
services and experiences provider, 300+ Faculty Globally,
huge community initiatives and programmes & numerous
global partnerships
Today
More than 60+ awards and
recognition globally
received
Top 300
Leadership
Blogs
70+ Leaderonomers
5 Leaderonomers
RECOGNITION
PRODUCTS
6 Leaderonomers
WHERE WE ARE TODAY
Our
Journey
3 Leaderonomers
(2020)
What started as a social enterprise
led to an award-winning learning &
engagement organisation.
Over 12 years and counting...

72. Growing People into Leaders . Building Communities of Love . Transforming the Nation
OUR PHASES OF GROWTH
Fix & Scale
Preparatory Stage for Scaling
– Systems & Processes
Revenue (2019): RM13.5mil
2008–2015
PHASE 2
2016-2018:
Corrective measures
• Investment in people, systems,
content, technology and
processes for scalable growth
2018–2019
• Investment in scale
• Investment in new countries
• Investment in Technology
PHASE 1 PHASE 3
Exponential Growth
Regional scaling
Revenue (2023 fcst.): RM165 MM
2020–2025
• Established in 5 countries as clear
No 1 in Learning & Engagement
• Scale business across ASEAN
• Grow to USD 20 mil business in
each country (USD 100 mil across
Asia) by 2025
2020–2025
Setup
Revenue (2008):
RM140,000
Revenue (2015): RM10mil
• Product-market fit
• Invented TAP category
• Huge Brand Awareness
• High organic growth
Issue: Operational Mode
• No investment in systems,
content, technology
• Product-Market fit
OUR PHASES OF GROWTH
COVID-19 – REALITY CHECK
Growth Limitations Single Market
Dominant
Survival – Cash Flow L&D Landscape
Changing

73. Growing People into Leaders . Building Communities of Love . Transforming the Nation
A cause-driven intelligence organisation
Focus since 2019:
Optimising Learning & Engagement
for Organisations & Communities through intelligence

74. Growing People into Leaders . Building Communities of Love . Transforming the Nation
SIGNIFICANT SHIFTS IN THE
LEARNING SPACE
APPRENTICESHIP BOOKS INTERNET INTELLIGENCE
People
+
Content
+
Context
Content
Explosion
x1000
Content
is key
People
are key
NOW
Time
Just in Time
Learning
Situational
Learning

75. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Lag
Descriptive
Analysis
Predictive Analysis
Prescription
Analysis
Autonomous
Analysis
Standard Surveys
“What Happened?”
Adhoc Reports
“During Crisis, Based on Negative
Event”
Query / Drill down of Engagement
Survey / NPS
“What Exactly is the Problem?”
Engagement Survey / Analysis
“Why is this Happening?”
Forecasting
“What if these trends continues?”
Predictive Modelling
“What will Happen Next?”
Experimental Design
“What Happens if we Try This?”
Optimization
“What the Best that can Happen?”
AI / ML
“What can we Learn from Data?”
Collection / Deep
Dive
Execution / Real
Time
Analyzing
Live On-
Demand
Feedback &
Response
Lead
SIGNIFICANT STRUCTURAL SHIFTS
In The Employee Engagement & Intelligence space
Automated
Scripted Action
Quarterly
Action Plans &
Reactions
Response

76. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Organisation
Growth
&
Performance
Time
Phase 2 – Infrastructure
Build sense of contribution
through speed and
simplicity and improve
business results
Phase 3 –
Transactions/Ritual
Consistent “just-in-time and
on-demand transactions and
rituals embedded into
organisation
Building Sustainable Learning & Engagement Practices
90% of most organisations in
South-East Asia are in this
category
A key part of enabling the HR function to
produce replicable and impactful
learning & engagement is through
system deployment
Consistent and structured
transactions are key to ensure
learning and engagement is is
optimized for all employees or
members
Phase 1 – Activity
Short-Term results and not
sustainable long-term
INFASTRUCTURE & RITUALS NEEDED FOR GROWTH
HARDWARE
SOFTWARE

77. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Virtual Solutions Providing
High Context Continuous Learning &
Engagement
(Consistent & Repeatable Transactions)
Learning & Engagement Transactional Eco-System which
includes daily transactions needed to ensure high level of
competence (learning) and commitment (engagement).
This includes:
• Virtual Learning Interventions (VLIs)
• Virtual Development Programmes (VDPs)
• Virtual Assessment Centres (VACs)
• Daily Engagement Rituals
There are 2 key levers to enable fully virtual Learning and Engagement
- Consistent Transactions (Software)
- Platforms/Systems (Hardware)
Platforms to Enable
Engagement & Learning
(Infrastructure with Service)
Learning & Engagement Hardware – platforms and
systems required for transactions to happen:
• LMS – Leaderonomics Academy
• LXP - Necole
• Engagement Systems – Happily
• Mentoring Platforms
• Assessment Platforms
HOW LEADERONOMICS WORKS
Providing Both Infrastructure & Consistent, Continuous Transactions

78. INFRASTRUCTURE
INTERVENTIONS
TO SUPPORT
INFRASTRUCTURE
INTERVENTIONS
LEARNING.
ENGAGEMENT.
TACIT / INTELLIGENCE.
LMS -
LXP -
TARGETED CUSTOMERS & LONGER TERM
Culture Change
Community Initiatives
Talent Accelerators
Compact Journeys
Consulting
Micro
Credentials
Premium
Programmes
Learning
Calendars
THE LEADERONOMICS BUSINESS
Alignment between each piece of our business
(Digital Plus)
(Digital) (Corporate)
FOR MASS CUSTOMERS
FOR ALL CUSTOMERS

79. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Digital
Learning
Digital
Assessment &
Intelligence
Digital
Coaching /
Mentoring
Digital
Engagement
CONTENT
APPS / SYSTEM
PLATFORM
LEADERONOMICS DIGITAL’S FOCUS
Leaderonomics Digital

80. Growing People into Leaders . Building Communities of Love . Transforming the Nation
OUR CURRENT APPS/SYSTEM OFFERINGS
Leaderonomics Digital
A gamified
Employee
Engagement
platform founded on
behavior science and
driven through AI.
Create a happier
more productive
workplace through
meaningful
experiences.
Happily
A Mentoring
Platform that
facilitates the
establishment and
continuation of
meaningful mentoring
relationships through
initiating of intentional
conversations.
A Learning
Experience Platform,
the first AI knowledge
cloud for unified and
personalized leadership
content discovery.
Mobile-first online
learning platform pulls
content from multiple
sources to fulfill your
learning needs.
A Feedback
Platform that
facilitates an “always
on” exchange of
solicited and
unsolicited
feedbacks. Create the
right culture by
increasing
engagement and
transparency.
A Learning
Management System
that delivers diversified
online and offline
learning experiences
that are skills mapped
and tracked.

82. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transforming the nation, one person at a time.
Thank you
For partnering with us on this amazing
journey!
Company: www.leaderonomics.org
Leadership Resources: www.leaderonomics.com
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